Professional Documents
Culture Documents
Chapter-4
HR Planning & Recruiting
Corporate Analysis
M
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r Demand Manpower Supply if
Forecast Gaps Forecast y
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• First of all, the objectives & strategic plans of the company are
analysed.
• It is related to future work activity.
• Each plan can further be analysed into sub-plans & detailed
programmes.
• The future org structure & job design should be analysed.
• It is necessary to be made clear & changes in the org structure
should be examined so as to anticipate its manpower
requirement.
• It is necessary to study business plans because all manpower
plans are related to it.
• A company’s plan are based on economic forecast, company’s
sales & expansion forecast.
HRM, Lect-Naziya Lakhani, TNRC
MS,Rajkot
Forecasting Personnel Needs
Forecasting
Tools
Promotions Retirements
Resignations
Transfers
Deaths
• Action Plan
1) Recruitment plan
2) Redundancy plan
3) Promotion plan
4) Training & Development plan
• Job analysis specify the tasks & duties of job & the qualifications
expected from prospective job holders.
• The next logical step is to hire the right number of people of the right
type to fill the jobs.
Determine
HRP Job
Recruitment &
Selection Needs
Analysis
Evaluating
Recruiting
Effectiveness
What to How to
Measure Measure
External Internal
Forces Recruitment Forces
Recruitment Policy
Recruitment Organisation
1. Organization's objectives- Both in short and long term. Areas wise, job
wise.
2. Identification of recruitment needs:- Which type of quality employees
want in the org.
3. Preferred Source of recruitment:- For each category. Internal source, or
external source of recruitment.
HRM, Lect-Naziya Lakhani, TNRC
MS,Rajkot
4. Criteria of selection and preferences:-Based on conscious thought
and serious deliberations. To whom we have to give the first
preference.
5. The cost of recruitment and financial implications of the same
• Each enterprise has its own procedure that brings desired quality and
quantity of manpower at min. cost.
• Common practice is to centralize recruitment.
• Centralization helps in consistency and efficiency.
• Employee records up to date.
• Reduces administrative cost.
• It tends to make the selection of workers Properly.
• Develops centralized manpower pool in a company.
• Provides wider opportunities.
• It tends to reduce favoritism as a basis for selection.
Source of Recruitment
1. Internal
Promotion and Transfers, rehire
2. External
Advertisement, Employment Exchange, Placement Agencies etc.
Minorities and
Welfare-to-Work
Women